Foreign Professional Drivers for Transport Companies: Why International Experience Matters

02 August 2026

in News

Șofer profesionist lângă un camion într-o parcare pentru vehicule comerciale

The international experience of a foreign professional driver can be relevant to a transport company when it is assessed against the actual role, vehicle type, previous work and the employer’s operating requirements. A candidate’s country of origin provides context, but it should not determine the recruitment decision. Experience, skills, verified documents and suitability for the project remain the central criteria.

Transport companies in Romania and across Europe continue to face a shortage of professional drivers. International recruitment can widen the available candidate pool while complementing local recruitment, retention and training efforts. For this approach to work well, employers need clear criteria and an individual assessment of every candidate.

The shortage of professional drivers remains structural in Europe

In its 2025 report, published in June 2026, the International Road Transport Union (IRU) estimated that Europe had approximately 502,000 unfilled truck-driver positions, representing a shortage rate of 13%. The report indicates that the problem persists even when transport demand slows, as the workforce ages and too few people enter the profession.

The 2025 EURES Report on Labour Shortages and Surpluses also describes persistent labour-market imbalances across Europe. Demographic change, skills mismatches and limited labour mobility are among the underlying causes it identifies.

For a transport company, these trends can affect planning, place additional pressure on existing teams and restrict its ability to maintain or expand operations. Recruiting foreign professional drivers can form part of a wider workforce plan alongside retention, employee development and measures that attract new people into the profession.

What international experience means for a professional driver

International experience is not simply the number of countries in which a candidate has worked. Its practical value comes from the work performed and how closely it matches the available position.

Depending on the project, relevant factors may include:

experience on long-distance routes or operations involving several loading and unloading points;
the vehicle types and configurations previously used;
general freight, temperature-controlled transport or other specialised operations;
passenger transport experience when the role requires the relevant licence categories and competencies;
working in multicultural teams and communicating professionally in a shared language;
the ability to understand and follow company instructions, safety requirements and responsibilities relating to the vehicle.

None of these factors should be assumed from nationality. Two candidates from the same country may have very different professional backgrounds, levels of preparation and expectations. This is why individual assessment remains essential.

Where foreign drivers may gain relevant international experience

India is one of the candidate-sourcing markets that TAKT Recruitment has discussed publicly for transport and logistics projects. Depending on their individual career history, some professional drivers from India have also worked in the Middle East or the Gulf States. Experience in this region can add relevant professional context when it involved road transport, long-distance work, commercial fleets and international teams.

Gulf experience must still be examined carefully. The occupation, period of employment, vehicle type, responsibilities and relevance to the Romanian role all matter. Working in a particular region does not automatically demonstrate readiness for a European project.

Searches and business discussions may use phrases such as “professional drivers from India”, “Indian professional drivers” or “Indian truck drivers”. These phrases describe where a candidate comes from. For the employer, proven experience and compatibility with the operation remain more important than the label.

Freight and passenger transport require different driver profiles

Professional drivers for road freight transport

For freight roles, categories C and CE cover activities that can differ considerably, including distribution, domestic transport, international transport, long-distance routes and specialised operations. The candidate’s experience should be compared with the vehicle, trailer, cargo type, routes and working system used by the employer.

A driver with previous international transport experience may be familiar with route organisation and communication across diverse teams. These abilities should be confirmed during the assessment, without assuming that working practices from one market transfer automatically to another.

Professional drivers for passenger transport

Passenger transport involves direct contact with passengers and responsibilities specific to the service. For categories D and DE, relevant experience may include the vehicle type, urban, interurban or international services, communication and the ability to follow the operator’s procedures.

Distinguishing between freight and passenger transport when defining the position allows employers to assess candidates against the work they will actually perform, rather than relying on the broad title of “professional driver”.

Professional preparation for work in Romania and the European Union

Experience acquired in another country is the starting point for professional assessment. To work in Romania and, where relevant, elsewhere in the European Union, drivers must meet the requirements that apply to their role and project.

Depending on the individual case, preparation may include obtaining the required professional driver qualification and tachograph driver card, together with the other documents and conditions needed for the activity. Each candidate’s situation must be checked individually according to the driving-licence category, transport activity, existing documents and rules applicable at the time of the project.

Employers should account for this stage when planning a recruitment project. This article provides general information and does not replace the professional and legal review required for a specific case.

Individual assessment matters more than country of origin

International recruitment works when the candidate profile is measured against the company’s actual requirements. Nationality, recruitment market and experience in a certain region may inform the discussion, but they cannot replace assessment.

At the outset, the employer should define the type of transport, required licence categories, minimum relevant experience, working conditions, schedule, communication requirements and responsibilities. Clear information supports consistent selection and reduces differences between the expectations of the company and the candidate.

Depending on the project, assessment may include interviews, experience checks and practical tests adapted to the occupation. The specific arrangements are established for each project and form part of the cooperation between the employer and its recruitment partner.

Integration begins before the first working day

A driver with international experience still needs clear information about the company they will join. Integration is more effective when the employer prepares internal responsibilities, communication, induction and practical support in advance.

Several general measures have practical value for transport companies:

a clear presentation of the work, routes and responsibilities;
accessible instructions and a designated internal contact;
alignment between the conditions communicated during recruitment and the actual project;
induction covering vehicles, company rules and safety requirements;
regular communication during the adaptation period.

These measures support professional adjustment and help the employer monitor progress. They are relevant to international recruitment regardless of the employee’s country of origin.

How TAKT Recruitment supports transport companies

TAKT Recruitment specialises in the recruitment, selection, testing, documentation and integration of non-EU workers. For transport projects, the company recruits professional drivers for road freight and passenger transport, including categories C, CE, D and DE, subject to candidate availability and project requirements.

Services may include candidate identification and pre-selection, interviews, experience checks, practical testing when the project allows it, preparation, documentation, arrival arrangements, integration and post-employment support. The details are established according to the occupation, company and applicable framework.

For an overview of the general recruitment process, read Recruiting non-EU professional drivers for transport: the TAKT Recruitment process, from selection to onboarding.

Conclusion

International experience can provide valuable information when recruiting foreign professional drivers for road freight or passenger transport. Its value becomes clear when the experience is verified and compared with the actual role.

Drivers from India, including candidates who have worked in the Middle East or the Gulf States, may have relevant experience for certain projects. Every profile must be assessed individually, while preparation and integration should reflect the company’s requirements.

If your organisation is considering the recruitment of foreign professional drivers, contact TAKT Recruitment to discuss the profiles you require and the context of your project.

Frequently asked questions

What does international experience mean for a professional driver?

It means professional work performed in other countries or in operations involving routes, teams and requirements from more than one market. Its relevance depends on the vehicles driven, type of transport, responsibilities and similarity to the available role.

Why do companies recruit foreign professional drivers?

Companies may expand recruitment internationally when the local candidate pool does not cover their workforce needs. Foreign-driver recruitment complements local solutions and should be supported by appropriate selection, preparation and integration.

Is Gulf experience relevant for professional drivers from India?

It can be relevant when the previous work involved vehicles, responsibilities and conditions that are comparable with the available position. Gulf experience must be checked individually and does not, by itself, guarantee suitability for a project.

How does freight-driver recruitment differ from passenger-driver recruitment?

Freight and passenger transport involve different licence categories, responsibilities and operating environments. The candidate’s experience and preparation must be assessed against the specific type of transport.

Does a foreign professional driver need a professional qualification and tachograph card?

Requirements depend on the driving-licence category, the activity, the candidate’s existing documents and the framework applying to the project. Preparation may include obtaining the required professional qualification and tachograph driver card. Each case must be checked before work begins.

Sources consulted and last checked: 2 August 2026

Professional, administrative and legal information must be checked for each project and at the time it is used. This article is for general information and does not replace an assessment of a specific case.